APPLICATIONS IN TRAINING AND DEVELOPMENT — C235
XWT1 — XWT1 TASK 1
Western Governors University
A1. Providing Performance expectations provides clarity overall allowing everyone to understand the goals and establishes a baseline for future goals. They let managers to see when those goals are not met and gives then a reference to measure against and because of this they allow for consistent feedback. They also let employees know expectations and how they should preform to receive promotions and raises. Because these performance goals are also aligned with a job description, it allows for an easily understood minimum job requirement.
A2. When a manager starts to set performance expectations for its employees, they should make sure that the are very specific with the goals pertaining to the job as described in the position not necessarily to fit a specific person or persons in the position, and in doing so ensuring that the clarity of these goals is understood. They will also need to make sure there is a way to measure and achieve the goals, as otherwise there would be no way to tell for employee or manager if the goals are being reached and if the goal is impossible to reach it may cause unrest or upset to employees as well as superiors. These goals also must be relevant to not only the job but also to the company’s culture and ethics. Following the steps will help set realistic expectations for employees and managers and once the expectation is set it should be discussed both verbally and in writing and be agreed upon by both the employees and managers.
B1. John Is supposed to Reconcile the ledger monthly and according to his performance appraisal he only completed ¾’s of the reconciliations over the span on a 12 month period by the given deadline. He is also required to provide strong written and verbal communications and goals that involve his team are falling behind which means he may not be effectively communicating as a manager.
B2. John needs to be more affective at communicating goals to his team and keeping team goals as well as personal goals on track. He needs to ensure that the reconciliations are completed in a timely fashion and ensure the steps to completing this goal as well as other team related goals are explained and agreed upon clearly to his team and is handled in a timely manner. John should set a time at the end of each week to reconcile the ledger for that weeks entries and then set time and the end of every month to go over the information double checking for accuracy and errors. By setting these specific times it will reduce the end of month rush in workload by cutting it into chunks of time dispersed evenly throughout the month.
John should also set up weekly to bi-weekly meetings with his team to ensure information is communicated effectively and they are all on the same page about team goals and where they are at with team projects to better align the focus of his group to so that team projects are also kept on track in a timely manner John should also set an attendance policy for himself as well as his employees with a discipline system as it shows that both johns’ attendance as well as his teams attendance are below plan by almost or more that 10%.
B3. The progress will be evaluated on a bi-weekly basis for a 90 day period and will involve a review of the general ledger reconciliation for those weeks as well as the team goals for those weeks following, how those goals were communicated and the level of completion of those goals. They should also review attendance percentages for both john and his team as well.
B4. The outcomes will demonstrate success if the following outcomes occur: Johns personal and team attendance percentage will improve. The general ledger consolidations will be submitted by their required due date and his reports demonstrate both strong communication skills and a heightened level of accuracy.
Johns team projects will be on task and he will have weekly to biweekly meetings arranged to discuss the team goals and said team goals will be completed accurately and in a timely manner.
B5. Given the importance of Johns role to and the company to provide needed documents and financial reports that are both accurate and timely as well as manage and maintain a team of company goal oriented individuals and the clarity of those specifics in the in the job description, If john fails to show any signs of improvement at the 45 day marker or does not meet the expected improvement by the 90 marker he would be removed from the organization.
B6. The final meeting with John would be in a private space away from his team. We would go over the original performance appraisal and evaluate the new performance appraisal for the 90 day correction period we would go over and compare any progress or regress that is seen and review each area where progress was required starting with the areas that have been met which would require no further action from an HR standpoint. We would then go over any failed expectations if outside of what has been determined reasonable, we would begin talks of removal from the organization highlighting the failed expectations and how they were measured in the final steps we would also ask John his perspective on whether he believes he has met the expectation as outlined and begin processing necessary paperwork.
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